Finding the right talent is a multi-pronged effort. Your compensation package, your company culture, your leadership team’s values, and the opportunities for advancement, they all play a part. However, one item is often overlooked, or not given enough consideration. Your job description is likely the first time a candidate will interact with your organization, so you need to make sure it’s the best it can be. While lengthy, sprawling descriptions might look impressive at first glance, they’re often off-putting to candidates looking for specific information. Most candidates won’t apply for a job unless they meet 100 percent of the qualifications listed in the description. That means the more specific you get, the smaller your pool of potential. Specificity is important, but you don’t want to get too bogged down in the details. You also need to be realistic about the essential functions of the role you’re trying to fill. Consult with existing employees, ask them what skills the new hire will need to have to be effective in the position, and revise using that information. Overall, you want your posting to come across as concise, friendly, and informative.